Organizational Behavior

1. Attitudes and Job SatisfactionCHAPTER THREE:
Organizational Behavior
By: Mohammad Qasim AYAZ
Lecturer, Altaqwa institute of Management Sciences
Mohammadqasimayaz@gmail.com

2. This Chapter includes
• What Mean by Attitudes?
• Main components of Attitudes
• Job Satisfaction
• Levels of Job Satisfaction
• Reward system for employees job satisfaction.
• Types of Reward system.
• What causes Job Satisfaction?
• Satisfied and Dissatisfied employees.

3. What Mean by Attitudes?
• An attitude is generally defined as the way a person responds to his or
her environment, either positively or negatively.
OR
• A predisposition or a tendency to respond positively or negatively
towards a certain idea or situation.

4. Main components of Attitudes
• Experts has pointed out three basic components of attitude. These are :
• (i) Emotional : Emotional components include the feelings of a person about and
object. These feeling could be positive, negative or neutral.
• (ii) Informational : The beliefs and information that the individual has about the
object are the informational component of attitude.
• (iii) Behavioral : This components of attitude consist of a tendency of an
individual to behave in a particular way towards and object.

5. Job Satisfaction/ Important Factors
• Job satisfaction is the level of pleasure and comfort that employees
feel about their work, which can affect performance.
• Important Factors
Typically, five factors can be used to measure and influence job
satisfaction:
1. Pay or total compensation.
2. The work itself.
3. Promotion opportunities .
4. Relationship with supervisor.
5. Interaction and work relationship with coworkers

6. Levels of Job Satisfaction
• Job satisfaction falls into two levels:
• Affective job satisfaction and cognitive job satisfaction.
1. Affective job satisfaction is a person's emotional feeling about the
job as a whole.
2. Cognitive job satisfaction is how satisfied employees feel
concerning some aspect of their job, such as pay, hours, or benefits.

7. Reward system for employees job satisfaction
• Rewards are positive outcomes that are earned as a result of an
employee's performance.
• Reward System
is concerned with the formulation and implementation of strategies and
policies that aim to reward individuals within organization fairly,
equally and consistently in accordance with their value to the
organization.
• Reward Management aims to create and efficiently operate a reward
structure for an organization.

8. Types of Reward system.
• Intrinsic Reward-
Intrinsic motivation is internal to the person in that it is something that
you have to offer yourself and is driven by personal interest or
enjoyment in the work itself. Because intrinsic motivation exists within
the individual, achieving it does not depend on others. Some people
believe that the most powerful rewards come from inside a person.
• Extrinsic Rewards-
Extrinsic motivation is based on tangible rewards, Extrinsic rewards
are usually financial in nature, such as a raise in salary, a bonus for
reaching some quota or paid time off. However, extrinsic rewards can
also be as simple as getting the better office, verbal praise, public
recognition or awards, promotions and additional responsibility.

9. What causes Job Satisfaction
Things that cause you to not hate
your Job.
1. Company Policy and
Administration
2. Relationship with Supervisor
3. Work Conditions
4. Salary
5. Relationship with Peers.
6. Personal Life.
7. Relationship with Subordinates
8. Status
9. Security
Motivators things that cause you to like
your Job.
1. Achievement
2. Recognition
3. The work Itself
4. Responsibility
5. Advancement
6. Growth

10. Satisfied and Dissatisfied employees.
Key points for satisfied employees.
1. Salary (pay).
2. Recognition
3. Security
4. Growth and reward systems.
Key Points for Dissatisfied employees.
1. Underpaid. One of the primary reasons for job dissatisfaction results from
companies underpaying workers.
2. Limited Career Growth and Advancement. ...
3. Poor Management.
4. Poor communication.
5. Lack of feedback.